Develop HR Strategic plan
Romy 123-
AssessmentI-HumanResources.docx
T-1.8.1
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Term and Year |
4, 2017 |
Time allowed |
Weeks 1-5 |
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Assessment No |
1 |
Assessment Weighting |
50% |
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Assessment Type |
HR Strategic Plan |
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Due Date |
Week 5 |
Room |
TBA |
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Details of Subject |
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Qualification |
BSB61015 Advanced Diploma of Leadership and Management |
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Subject Name |
Human Resources |
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Details of Unit(s) of competency |
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Unit Code (s) and Names |
BSBHRM602 Manage Human resource strategic planning |
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BSBHRM604 Manage Employee Relations |
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Details of Student |
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Student Name |
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College |
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Student ID |
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Student Declaration: I declare that the work submitted is my own, and has not been copied or plagiarised from any person or source. |
Signature: ___________________________ Date: _______/________/_______________ |
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Details of Assessor |
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Assessor’s Name |
Robert Cutuli |
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Assessment Outcome |
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Results |
|_| Competent |_| Not Yet Competent
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Marks |
/ 50
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FEEDBACK TO STUDENT Progressive feedback to students, identifying gaps in competency and comments on positive improvements: |
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________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________
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Student Declaration: I declare that I have been assessed in this unit, and I have been advised of my result. I am also aware of my right to appeal and the reassessment procedure.
Signature: ____________________________ Date: ____/_____/_____ |
Assessor Declaration: I declare that I have conducted a fair, valid, reliable and flexible assessment with this student, and I have provided appropriate feedback
|_| Student did not attend the feedback session. Feedback provided on assessment.
Signature: ____________________________ Date: ____/_____/_____ |
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Purpose of the Assessment |
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The purpose of this assessment is to assess the student in the following learning outcomes: |
Competent (C) |
Not Yet Competent (NYC) |
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analyse information from a range of internal and external sources to determine human resource strategic direction such as objectives and targets trends and emerging practices that may have an impact on human resource management, future labour needs and skills requirements, options for sourcing labour, organisation’s preferences regarding human resources |
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consult and communicate effectively with relevant stakeholders to develop, implement, monitor and review a strategic human resource plan |
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Describe human resource practices and functions |
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Explain the potential changes to industrial and legal requirements for the business |
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Outline common options for sourcing labour such recruitment options, casual labour, contractors, etc |
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Technology required and explain the impact of technology on job roles |
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Describe the requirements of a strategic plan |
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Assessment/evidence gathering conditions |
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Each assessment component is recorded as either Competent (C) or Not Yet Competent (NYC). A student can only achieve competence when all assessment components listed under “Purpose of the assessment” section are recorded as competent. Your trainer will give you feedback after the completion of each assessment. A student who is assessed as NYC (Not Yet Competent) is eligible for re-assessment. |
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Resources required for this Assessment |
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1. Computer with relevant software applications and access to internet 1. Weekly eLearning notes relevant to the tasks/questions |
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Instructions for Students |
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Please read the following instructions carefully · This assessment has to be completed |X| In class |X| At home · The assessment is to be completed according to the instructions given by your assessor. · Feedback on each task will be provided to enable you to determine how your work could be improved. You will be provided with feedback on your work within two weeks of the assessment due date. All other feedback will be provided by the end of the term. · Should you not answer the questions correctly, you will be given feedback on the results and your gaps in knowledge. You will be given another opportunity to demonstrate your knowledge and skills to be deemed competent for this unit of competency. · If you are not sure about any aspects of this assessment, please ask for clarification from your assessor. · Please refer to the College re-assessment for more information (Student Handbook). |
HR STRATEGIC PLAN FOR A SAMLL BUSINESS
BRIEF
Develop a Human Resource’s Strategic plan for an enterprise or small business of your choice. Examples of small business could be but not limited to:
· A café or a restaurant
· A retail store (such as IT, books, furniture, clothing, etc)
· An automobile workshop
· A catering warehouse
· A technology store selling IT products
· A barbershop or beauty saloon
· A printing factory
· A packaging factory
A sample HR strategic plan template is uploaded in eLearning for your reference. File name is Sample HR Strategic Plan Template.
ASSESSMENT INSTUCTIONS
The plan could follow the structure below (although some sections may not be applicable and others, such as operational details, may need to be broken down into further sections):
1. Provides a Company introduction, overview and description
1. Company’s mission statement
1. A definitive aim of the HR Strategic Plan
1. Stakeholders involved in the planning process
1. Overview of the Internal and external business environment (rationale for the Strategic plan)
1. Brief overview of the current Human resource functions and polices used
1. Legal issues applicable for your HR strategic plan
1. Strategic operational details including new systems, processes, procedures and policies for human resources
1. Human resources/labour requirements and how to source people for the business
1. Performance development plans
1. KPIs for HR
1. Financial requirements for implementing the HR strategic plan
1. Technological requirements for implementation of the strategy
1. Monitoring and evaluation of the HR plan
When considering the internal and external environmental factors that may support or limit the concept and operational implementation, the following should be taken into account:
1. Legal and ethical issues in HR in country
1. Comparative analysis (SWOT ANALYSIS)
While the task is fairly broad, it is also important to keep it within reasonable parameters.
You may choose any HR Strategic Plan for review and/improvement. Other suggestions include:
1. Hour-by-hour analysis of customer numbers and orders in order to review staffing levels
1. Planning on a setup of a new service team for the workplace
1. Planning a new sales item (cost, waste, profitability)
1. Developing a training program for improved new and current staff members
1. Developing a new electronic payroll and database system for HR
REPORTING INSTRUCTIONS
1. The planning report should follow the structure as stated in instructions
1. The plan must provide a clear explanation of each of the items above in relation to any given enterprise, workplace or industry sector.
1. The report is to be approximately 2,000 words in length however this benchmark is only a guide and is not mandatory in the overall context of the assessment
1. The analysis and strategy demonstrates a knowledge and understanding of relevant Human Resource Management principles, Risk Management, business, management or industry theory.
1. Evidence of critical thinking in preparing the responses for the strategy
1. The strategy critically discusses and analyses the topic and the assessment criteria
1. All sources are referenced consistently and comprehensively using the recommended referencing system as prescribed in the subject description/outline.
1. Overall presentation is professional including spell and grammar checked judicious use of headings, font size, layout etc.
ASSESSMENT CRTIERIA (For Trainer use only)
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Assessment Criteria |
Competent (C) |
Not Yet Competent (NYC) |
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analyse information from a range of internal and external sources to determine human resource strategic direction such as objectives and targets trends and emerging practices that may have an impact on human resource management, future labour needs and skills requirements, options for sourcing labour, organisation’s preferences regarding human resources
|
|
|
|
consult and communicate effectively with relevant stakeholders to develop, implement, monitor and review a strategic human resource plan
|
|
|
|
Describe human resource practices and functions
|
|
|
|
Explain the potential changes to industrial and legal requirements for the business
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|
|
|
Outline common options for sourcing labour such recruitment options, casual labour, contractors, etc
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Technology required and explain the impact of technology on job roles
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Describe the requirements of a strategic plan
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Assessor comments |
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Human Resources, Assessment No.1 Page 1 v1.1, Last updated on 10/10/2017 by MM
